Pierce mentors use the GROW model — a four-part structure from John Whitmore's work on coaching. It keeps a short conversation focused and ends with a step the participant is ready to take. Read this before your event; it takes about five minutes.
G
Goal
Help them name what they want from this conversation and from their career.
“What would make this conversation worthwhile for you today?”
“What kind of work are you hoping to be doing a year from now?”
“If this went really well, what would change for you?”
R
Reality
Understand where they are right now — honestly and without judgment.
“Where are you in your search or your role today?”
“What have you already tried?”
“What's getting in the way right now?”
O
Options
Explore possible paths together. Offer ideas, but let them choose.
“What options have you considered so far?”
“If nothing were holding you back, what would you try?”
“Would it help if I shared what has worked for others in your position?”
W
Will
Close with one clear step they are genuinely willing to take.
“Of everything we discussed, what will you actually do first?”
“When will you do it, and who can help?”
“On a scale of one to ten, how committed are you to that step?”
A few things that help
• Listen more than you speak. Aim for roughly three quarters of the time.
• Ask open questions rather than offering answers early.
• Share your own experience as one example, not as the only path.
• Leave the last few minutes for the next step and write it down together.
• One clear commitment is a better outcome than a long list of advice.
Based on the GROW model described in John Whitmore, Coaching for Performance (2009).